Imagine working at the forefront of innovation in fluid-flow technology, with colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is a leader in HVAC sector specializing in industrial pump solutions. We are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.As a member of our team, you'll dive into an environment that encourages learning and boundary-pushing every day. You'll be part of an agile and dynamic workplace where today's solutions are built for tomorrow's challenges.The Director of HR Transformation & Technology is a strategic role responsible for advancing the organization’s HR transformation agenda. This position provides enterprise leadership for HR transformation programs, technology strategy, process optimization, and digital enablement, ensuring initiatives are aligned with business priorities and deliver measurable organizational value.This role serves as the primary program and project management leader for major HR transformation initiatives, establishing the governance, structure, discipline, and accountability required to move complex initiatives from strategy through implementation and sustained adoption.Working in close partnership with HR leadership, Centers of Excellence, HR Business Partners, Information Technology, Finance, Operations, business leaders, and external partners, the Director will modernize HR processes and technology, strengthen HR service delivery, and improve the employee and manager experience.Success in this role requires a robust combination of HR functional expertise, technology acumen, transformation leadership, program management discipline, and the ability to influence and align stakeholders across the organization.Key ResponsibilitiesHR Transformation & Program ManagementLead the planning, governance, and execution of enterprise HR transformation programs and strategic initiatives from initial concept through implementation, stabilization, and benefits realization.Translate HR strategy and business priorities into structured transformation roadmaps, programs, and implementation plansEstablish robust program and project governance, including scope, milestones, deliverables, resources, dependencies, risks, decision rights, and success measuresManage a portfolio of concurrent HR transformation initiatives, ensuring appropriate prioritization, resource allocation, and alignment with organizational objectivesLead cross-functional project teams involving HR, IT, Finance, Operations, business leaders, consultants, and external partnersEstablish consistent project management methodologies, tools, standards, and reporting practices across strategic HR initiativesProactively identify program risks, interdependencies, and barriers and drive timely decisions and resolutionProvide clear, concise executive-level reporting on program status, key milestones, risks, financial performance, decisions, and business outcomesEmbed change management into transformation initiatives through effective stakeholder engagement, communication, training,



adoption, and sustainability strategiesEstablish and track measures to ensure transformation initiatives deliver intended improvements in employee experience, HR effectiveness, process efficiency, data quality, and business performanceHR Technology Center of ExcellenceEstablish and lead the HR Technology Center of Excellence, providing strategic direction, governance, standards, and functional leadership for the organization's HR technology ecosystemDevelop and maintain a multi-year HR technology strategy and roadmap aligned with HR priorities, business requirements, and the broader enterprise technology strategyServe as the senior HR functional leader for HR technology platforms, applications, and digital capabilities.Partner closely with IT to align HR functional requirements with technology architecture, integrations, cybersecurity, data governance, support models, and enterprise standardsEstablish effective governance for technology investments, system enhancements, configuration changes, integrations, releases, testing, and ongoing optimizationImplement a disciplined intake, evaluation, prioritization, and delivery process for HR technology enhancements and business requirementsIdentify opportunities to automate manual processes, simplify workflows, expand employee and manager self-service, and improve the overall digital employee experienceEvaluate emerging HR technologies and capabilities, including artificial intelligence, automation, advanced analytics, and digital employee experience solutionsLead HR technology implementations, upgrades, integrations, optimization initiatives, and vendor transitions as appropriateProvide strategic oversight of HR technology vendors and implementation partners, ensuring performance against contractual commitments, service expectations, project deliverables, and business outcomesEnsure appropriate controls are maintained to support HR data integrity, privacy, security, compliance, and effective system governanceHR Process Optimization & Operating ModelPartner with HR Centers of Excellence and HR Business Partners to evaluate and redesign HR processes across the employee lifecycleLead efforts to standardize, simplify, automate, and scale HR processes while improving service quality and the employee and manager experienceFacilitate process mapping, requirements definition, future-state design, gap analysis, and implementation planningApply a process-first approach to technology decisions, ensuring technology enables efficient and effective processes rather than automating unnecessary complexitySupport the continued evolution of the HR operating model, including roles and responsibilities, service delivery, workflows, governance,



and decision rightsEstablish continuous improvement disciplines and performance measures for HR processes, technology, and service deliveryHR Data, Analytics & Digital EnablementPartner with HR leadership and key stakeholders to strengthen HR data quality, reporting, analytics, and workforce decision-making capabilitiesEstablish appropriate standards and governance for HR technology data, reporting, and analyticsEnable the development and evolution of HR dashboards, workforce analytics, and executive reporting capabilitiesIdentify and advance opportunities to leverage AI, automation, and digital solutions to increase HR productivity and organizational effectivenessDrive adoption and effective utilization of HR technology across HR, managers, and employeesPromote data-driven decision-making by improving access to timely, accurate, and actionable workforce insightsLeadership & Stakeholder ManagementServe as a strategic advisor to senior HR leadership on HR transformation, technology strategy, process optimization, digital enablement, and emerging capabilitiesBuild strong partnerships across HR, IT, Finance, Operations, and other business functions to ensure alignment and successful execution of transformation prioritiesTranslate complex business and HR requirements into clear process, technology, and implementation strategiesInfluence senior stakeholders, facilitate effective decision-making, and build alignment across functions and organizational levelsProvide leadership and direction to internal team members, project resources, consultants, vendors, and implementation partnersBuild organizational capability in transformation management, project management, HR technology, process improvement, and change managementFoster a culture of innovation, accountability continuous improvement, and disciplined executionQualificationsBachelor's degree in Human Resources, Business Administration, Information Systems, Technology, or a related disciplineMaster’s degree or MBA preferred10+ years of progressively responsible experience in HR transformation, HR technology, program/project management, HR operations, or related disciplinesExperience leading HR technology implementations, integrations, upgrades, optimization initiatives, or digital transformation programsProject Management Professional (PMP), Agile, Lean/Six Sigma, Change Management, or comparable professional certificationExperience with HR analytics, workflow automation, artificial intelligence, digital employee experience platforms, or emerging HR technologiesStrong understanding of HR technology ecosystems, HCM platforms, integrations, and digital HR capabilitiesStrong working knowledge of HR processes, HR technology platforms, and HR service delivery modelsDemonstrated experience managing large-scale global programs with multiple workstreams, dependencies, stakeholders, and competing prioritiesProven ability to influence, communicate, and build credibility with senior leaders and cross-functional stakeholders.Demonstrated ability to translate strategy into executable plans and deliver measurable business outcomesAbility to balance strategic leadership with hands-on execution when required#J-18808-Ljbffr

📌 Director, Hr Transformation & Technology (Toronto)
🏢 Socket.dev
📍 Toronto